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All Journal Jurnal Mirai Management Innovative: Journal Of Social Science Research
Nurulita, Darliani
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Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Law, Crime, Criminology & Criminal Justice Public Health Other

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Strategi Pengembangan Karir Melalui Organization Learning di PT ACE Hardware Indonesia Nurulita, Darliani; Hidayat, Arief; Miranda, Ade; MP, Eva Linandra; Mayola, Putri; Fandani, Mona; AP, Yuana Cita; Sikki, Nurhaeni
Innovative: Journal Of Social Science Research Vol. 4 No. 3 (2024): Innovative: Journal Of Social Science Research
Publisher : Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/innovative.v4i3.11206

Abstract

In development rapid technology and the growth of knowledge-based society require companies to continue to provide training and learning in accordance with developments that have occurred. Various programs for developing human resources and technology provide an illustration that PT Ace Hardware Indonesia, Tbk is a learning organization. The aim of this research is to optimize career development strategies using the organizational learning method. This research uses qualitative methods (case study). Research data collection was carried out by researchers using interview, observation and documentation methods. The research obtained data sources from middle-up employees (supervisors, deputy store managers and store managers) as much ten person as primary data sources. Based on the research results above using tehnik Analisis SWOT, the researcher concludes that PT Ace Hardware Indonesia, Tbk has implemented a career development strategy, what is needed now is strategy optimization through the organizational learning method. In this research, there are five indicators which are divided into two groups of internal factors, namely personal skill indicators (personal mastery), mental models, shared vision, while the external factor group is team learning indicators, and systems thinking, research results show that the implementation has been maximized but requires optimization of strengthening strategies to utilize opportunities with existing strengths (SO strategy) in quadrant I which means aggressive to take advantage of opportunities and optimize strengths, by implementing career development strategies through superior motivation and teamwork to expand lines. managerial knowledge, improving HR capabilities through the KLA academy method which is easy for all employees to access and utilizing facilities and infrastructure (technological support such as intranet networks) in developing the KLA academy system Keywords: Career development; EFAS; IFAS; Organization Learning
Pengaruh Kedisiplinan Terhadap Pengembangan Budaya Kerja Dalam Konseptual Keberagaman Dan Inklusi (Diversity Dan Inclusion) Pada Perusahaan Multinasional Azko Nurulita, Darliani; Pratiwi, Teggy Diana; -, Hamidah; -, Verianto; Sikki, Nurhaeni
Jurnal Mirai Management Vol 10, No 1 (2025)
Publisher : STIE AMKOP

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37531/mirai.v10i1.8752

Abstract

Penelitian ini bertujuan untuk mengetahui pengaruh kedisiplinan terhadap pengembangan budaya kerja dalam konteks keberagaman dan inklusi (Diversity & Inclusion) di perusahaan multinasional PT Multinasional AZKO. Metode yang digunakan adalah penelitian deskriptif kuantitatif dengan teknik pengumpulan data melalui kuesioner yang disebarkan kepada seluruh karyawan perusahaan, berjumlah 15 responden. Data dianalisis menggunakan uji validitas, reliabilitas, dan regresi linier sederhana dengan bantuan perangkat lunak SPSS versi 27. Hasil penelitian menunjukkan bahwa sebagian besar instrumen penelitian valid dan reliabel, meskipun terdapat beberapa item yang perlu dievaluasi ulang karena tidak memenuhi kriteria validitas. Uji regresi linier sederhana menghasilkan nilai koefisien sebesar 0,760 dengan tingkat signifikansi 0,008 (p < 0,05), yang menunjukkan bahwa kedisiplinan berpengaruh positif dan signifikan terhadap budaya kerja. Nilai R² sebesar 0,658 menunjukkan bahwa 65,8% variasi budaya kerja dapat dijelaskan oleh kedisiplinan. Dapat disimpulkan bahwa kedisiplinan merupakan faktor penting dalam membentuk budaya kerja yang positif, terutama dalam lingkungan kerja yang beragam dan inklusif. Temuan ini memberikan rekomendasi untuk pengembangan instrumen pengukuran yang lebih sensitif terhadap konteks keberagaman serta perlunya strategi manajemen D&I yang terintegrasi dalam kebijakan organisasi. Kata kunci : Kedisiplinan, Budaya Kerja, Diversity & Inclusion, Regresi Linier, Validitas, Reliabilitas
Co-Authors -, Verianto AP, Yuana Cita Arief Hidayat Fandani, Mona Hamidah - Mayola, Putri Miranda, Ade MP, Eva Linandra Pratiwi, Teggy Diana Sikki, Nurhaeni